Handling an employee who lies or disregards company policies can be one of the most challenging tasks for a manager. These behaviors not only undermine trust but also disrupt team dynamics and set a negative precedent if left unchecked. A proactive and structured approach is essential to address the issue effectively and maintain a healthy work environment.

This article provides tips and advice for managers dealing with such situations.

Why Employees Lie or Ignore Policies

Before addressing the issue, it's important to understand the potential reasons behind the behavior:

1. Fear of Consequences: Employees may lie to avoid punishment or criticism.
2. Lack of Awareness: They might not fully understand company policies or expectations.
3. Lack of Accountability: A poorly enforced system may encourage noncompliance.
4. Personal Issues: External factors like stress or personal problems might influence their behavior.
5. Cultural Issues: A toxic work culture or lack of trust may lead to dishonesty.

Tips for Managing a Subordinate Who Lies and Disregards Policies

1. Address the Issue Immediately

• Don’t ignore the behavior, as it can worsen over time and affect team morale.
• Act swiftly to demonstrate that dishonesty and noncompliance are unacceptable.

2. Gather Evidence

• Document instances of lying or policy violations, including dates, times, and specific incidents.
• Collect feedback or observations from colleagues if the behavior impacts the team.

3. Have a Private Conversation

• Schedule a one-on-one meeting to discuss the issue in a neutral setting.
• Avoid public confrontations, which can escalate tensions or cause embarrassment.

4. Use a Fact-Based Approach

• Present evidence of the behavior calmly and objectively.
• Avoid making assumptions or accusations; instead, ask for the employee’s perspective. Example: “I noticed you reported X, but the records show Y. Can you help me understand this discrepancy?”

5. Clarify Expectations and Policies

• Reiterate the importance of honesty and adherence to company policies.
• Share specific examples of how their behavior contradicts expectations.
• Ensure the employee fully understands the policies they’ve violated.

6. Set Clear Consequences

• Communicate the potential repercussions of continued lying or policy violations, such as warnings, performance reviews, or disciplinary actions.
• Follow through consistently to reinforce accountability.

7. Create an Action Plan

• Work with the employee to develop a plan for improvement, including measurable goals and timelines.
• Schedule regular check-ins to track progress and provide feedback.

8. Provide Support and Training

• If the behavior stems from a lack of awareness or skills, offer training or resources to address gaps.
• Encourage open communication and let the employee know they can seek help without fear of judgment.

9. Foster a Culture of Transparency

• Lead by example by being honest and adhering to company policies yourself.
• Create an environment where employees feel safe to admit mistakes and ask for guidance.

10. Know When to Escalate

• If the behavior persists despite your efforts, consult HR or higher management for guidance.
• Follow company procedures for disciplinary actions or termination if necessary.

What Not to Do

• Avoid Emotional Reactions: Stay calm and professional during discussions.
• Don’t Ignore the Issue: Failing to address dishonesty can erode team trust.
• Avoid Favoritism: Apply policies and consequences consistently across all employees.

Tips for Preventing Future Issues

• Set Clear Expectations: Ensure all employees understand company policies and their importance.
• Foster Open Communication: Create a culture where employees feel comfortable discussing concerns or admitting mistakes.
• Recognize Integrity: Reward and acknowledge employees who demonstrate honesty and compliance.

Summary

Managing a subordinate who lies and ignores policies requires a balanced approach of firmness and support.

• Address the issue promptly and with evidence to avoid escalating conflicts.
• Clarify expectations, set clear consequences, and work collaboratively on an improvement plan.
• Lead by example and foster a culture of transparency to prevent such issues from arising in the future.

By tackling the problem with fairness and consistency, managers can uphold team trust and maintain a productive workplace.